| State | Measuring the Effectiveness of Recruiting Entry Level Employees | Measuring the Effectiveness of Recruiting Mid-Career Level Employees | Relevant Issues Regarding the Demographics of the Agency |
| AR | Number of contacts and/or new hires. | Number of contacts and/or new hires or promotions. | |
| CA | Use an online survey, includes specific categories as to how they became aware of the position, for example Internet site, California DOT site, friends, advertisement, etc | Use an online survey, includes specific categories as to how they became aware of the position, for example, Internet site, Caltrans site, friend, advertisement, etc | |
| CT | Our outside hire to other classifications is limited but we have had success with advertising and professional periodicals and on the Internet. Connecticut also continues to have reemployment obligations from recent layoffs and reorganization restructure | Appointment time and retention. | |
| DC | | The percentage of the remaining vacancies. | |
| DE | Results: an increasing number of web site hits. Increasing number of responses from the university, college career fairs. Percentage of qualified candidates. Maintain ready candidate pool for 80% of the vacancies. Reduction in vacancy rates. | Results: increasing number of responses from the university and college career fairs; increasing number of website hits; percentage of qualified candidates; maintain ready candidate pool for 80% of the vacancies; reduction in vacancy rates. | |
| FL | | | MotorCarrier Compliance Office (MCCO) -- Protect Florida's transportation infrastructure from accelerated damage caused by oversize and overweight vehicles. Ensure public safety by protecting lives and property through a program of enforcing both state an |
| HI | Hiring statistics into entry level positions. | Hiring statistics into mid-career level positions. | Location: We are an island state with limited human and fiscal resources. Critical shortage of available, qualified professionals i.e. engineers, surveyors, and technicians. There are ongoing efforts to tap into the Highway Special Fund for nontransit use |
| KS | Number of interns, applicants that convert to full-time employment; size of pool of applicants; turnover and vacancy rates. | Turnover; longevity. | |
| KY | Affirmative action plan, weekly and monthly reports. | Weekly and monthly reports. | |
| LA | The number of responses from potential employees, the number of applicants hired as a result of these efforts, employee retention rates, and successful, ongoing relationships with academic and social services organizations. | The number of responses from potential employees, the number of applicants hired as a result of these efforts, employee retention rates, and successful, ongoing relationships with academic and social services organizations. | |
|
